HR & People
Recruitment advertising generation
Generate tailored job adverts for different channels — LinkedIn, job boards, careers site, social — from a core job description. Adapts tone and emphasis by platform and audience.
60–75%
reduction in job advert creation time
Opportunity assessment
Negligible commercial impact. Saves time at the margins but won't move the needle on revenue or profit.
Very easy to implement. Ready-to-use tools exist. Can be up and running in days or weeks with minimal technical resource.
Minimal data complexity. Works with whatever is readily to hand. No special data infrastructure needed. Most businesses can start immediately.
Low risk. Limited external exposure. A human reviews output before it reaches anyone outside the team.
Very easy to absorb. Runs quietly in the background or gives people a helpful new input. Makes everyday work easier with almost no friction.
Tooling required
Things to consider
Job adverts are candidate-facing and reflect the employer brand. HR should review before publishing — particularly for senior roles where the advert tone can affect candidate quality.
Inclusive language is a specific risk. The AI can reduce gendered language but should be explicitly instructed to do so, and the output should be reviewed against an inclusion checklist.
Platform-specific adaptation matters: a LinkedIn post that performs well is shorter and more direct than a careers site listing. Give the AI explicit format constraints for each channel.
The most common complaint from candidates about job adverts is that they don't clearly explain what the role actually involves day-to-day. Push the AI to describe the work concretely, not just list required skills and values. 'You will spend most of your time doing X' is more useful to candidates than 'You will be passionate about X'.
Experiment starter: For the next five roles going to market, generate AI-drafted adverts for three channels from the core JD. Track application volume and quality (percentage progressing to interview) for those roles versus the previous five comparable roles. A maintained or improved quality-to-volume ratio validates the workflow.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — The Experimentation FrameworkThis is an augmentation opportunity — see the relevant playbook section for how to approach it.More in HR & People
Job description drafting
Generate first-draft job descriptions from role parameters, reporting line, and key responsibilities. HR reviews and refines. Consistent structure and tone across roles.
CV screening and shortlisting
Score applications against defined role criteria. Produces a ranked shortlist with rationale. Reduces screening time for high-volume roles.
HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
AI Transformation Playbook
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